“A masterful coach is someone who is a vision builder and value shaper, not just a technician who helps people reach their goals. A masterful coach is someone who engages and enters into the learning system of a person, business or social institution with the intent of improving it so as to impact people’s ability to perform.”

Becoming an effective coach is not just a set skills, but a belief that staff development is an integral part of building confidence, trust and motivation in the workplace.

The modern manager needs to know how to develop people. This course shows how to plan, prepare and implement coaching and how to evaluate its success. It also looks at the relationship between coaching, mentoring and training.

Giving effective feedback

WHEN AND WHERE SHOULD I GIVEFEEDBACK?

One of the regular difficulties experienced by organisations with formal appraisal systems is that managers have a habit of saving up their feedback for the once a year meeting. A good ground rule if you have appraisal is “NO SURPRISES”. Twelve months is far too long to leave someone in the dark about their performance, whether good bad or indifferent.

A more effective approach is to give continuous feedback throughout the year and supplement the annual interview with a series of short mini appraisals. This will make sure that nothing is missed, will keep the channels of communication open throughout the year and as a result, the final review will be more effective.

Ideally, the more immediate the feedback, the better it will be. By giving feedback as soon as possible after the event or during the progress of the work, the better both manager and job holder will be able to recall the performance and the circumstances and the more concrete will be the information on which to build.

Five key steps when giving feedback:

Be specific whether you are criticising or praising. Detailed information is more likely to reinforce what happened rather than vague or woolly statements

Describe actual behaviour, not the individual, their personality or attitudes. Focus on what they actually said or did and avoid your own personal idiosyncrasies in judging performance

Concentrate on areas that they can do something about. It is frustrating to be reminded of something over which one has no control

Be selective. Give as much information as they can use. Too many examples or points will dilute the praise and could lead to complacency or defensiveness

Be forward looking. Constructive comments that offer alternatives on what could be done differently in the future

QUESTIONING TECHNIQUES TO USE WHEN GIVING FEEDBACK

The aim of using questions when giving feedback is to gain information and opinions from the trainee and to impart the same. The trainer will need to use open and probing questions and should avoid closed questions (questions that can be answered with a straight ‘yes’ or ‘no’) unless necessary.

Open questions cannot be answered with a ‘yes’/’no’ response. Request specific details, example:

“Overall how do you feel you’ve performed on the task?”

“What can we do to improve the result?”

“What do you see as your main achievement?”

“What would you do differently to improve the result?”

“What is your understanding of ………..?”

“Tell me more about why you felt that part worked well?”

“Why do you feel that you performed less well in this area?”

“How do you feel you have performed on the ……… compared to………?”

“Tell me how you got on with …………?”

Coaching For Managers Open Courses

Since 1995 we have run open courses throughout the year. Our courses are informative, challenging, thought-provoking and fun.

Dates

Who will benefit from the course?

Our coaching training seminars enable delegates to understand the processes which will make them more effective and increase their confidence and sense of achievement. This will benefit anyone who needs to master the principles and practices of an effective coach; including senior/junior managers, supervisors, training/hr managers, directors, administrative and technical staff.

This course had been designed to enable you to understand the basic fundamentals of strategy and motivation in team building. You will benefit by learning tips and techniques which will increase your competence and confidence when managing, influencing and leading teams.

Course aims

Total Success recognise the need for training that gives real business benefits for both delegates and their organisations. We are able to offer solutions, not only to individual trainees but also to training professionals who need to show value for money for their training.

Coaching for Managers Course Agenda

Morning – 9.30-1.00

An introduction to coaching

Relationship of coaching, training and managing

Coaching overview of coaching

Spotting coaching and mentoring opportunities

Questionnaire-Coaching style analysis

Coaching overview

Recognise the need/challenge

Assess the opportunities

Afternoon – 2.00-5.30

Empowerment and influence

Identifying fall-back factors

Review and evaluate

Planning the next step

One to one training

Giving and receiving feedback

Role-play and critique

Coaching evaluation

Our training is carried out in a risk free environment which encourages delegates to practice the skills needed for successful appraisals. We use a number of training methods including role-play, video, audio, workshops and group exercises to enhance the learning process.

Why choose Total Success for your training?

our lead trainers have over 18 years experience in training

a maximum of 8 delegates means more time spent on individual needs

we guarantee to run the course and will never cancel at the last moment

free subscription to our monthly training newsletter

All open courses are trained in Central London at the St Giles Hotel.

Each delegate receives a comprehensive training workbook that doubles as an open course manual. Courses run from 9.30-5.30 with lunch and refreshments provided.

In-Company Courses

Total Success have developed a series of in-house training modules. These are designed so that an organisation can pick the training which is more applicable to its own needs and budget. Please call us to discuss your specific requirements